ADKAR Model: Individual Change Adoption Framework
ADKAR is an individual-level change adoption model: Awareness, Desire, Knowledge, Ability, Reinforcement. It diagnoses where people are stuck and guides targeted interventions.
What Is It?
ADKAR, developed by Prosci's Jeff Hiatt in 2003, recognizes that organizational change happens one person at a time. While frameworks like Kotter's 8-Step address organizational transformation, ADKAR focuses on the individual journey.
The five elements are sequential: Awareness of why change is needed, Desire to participate and support, Knowledge of how to change, Ability to implement new skills and behaviors, and Reinforcement to sustain the change.
ADKAR works as both a change model and a diagnostic tool. Assess where individuals are stuck (first element scoring below 3) and apply targeted interventions. It complements organizational models and pairs well with Bridges' Transition Model for emotional aspects.
Quick Reference
When to Use
- Individual-level change adoption
- Diagnosing why people aren't changing
- Complementing organizational change models
- Training managers on change leadership
- Tracking individual progress through change
When NOT to Use
- Organizational-level planning (use Kotter's 8-Step)
- Need stakeholder mapping (use Stakeholder Analysis)
- Structural organizational change
Key Strengths
- Individual Focus: Where change actually happens
- Diagnostic: Identifies specific barriers
- Actionable: Targeted interventions
- Widely Used: Industry standard
Key Weaknesses
- Requires sustained effort
- Linear model may miss complexity
- Doesn't address structural barriers
- Depends on honest self-assessment
How It Works
| 1 Primary Input | Individual assessments, manager observations, change readiness |
|---|---|
| 2 Data You Need | ADKAR scores per person, barrier points, intervention history |
| 3 Primary Output | Individual change plans, targeted interventions, progress tracking |